The First 90 Days: A Blueprint for Success
Starting a new leadership role is both exciting and daunting. The first 90 days are critical for setting the foundation for long-term success. Whether you’re stepping into an executive role or leading a new team, how you navigate this period will shape your credibility, influence, and effectiveness. Here’s a roadmap to ensure you maximize your impact.
Learn Everything About the Business, Culture, and Team
Before making big decisions, invest time in understanding the company’s history, culture, market position, and team dynamics. Ask questions, observe, and listen. Key areas to focus on:
Business Model: How does the company make money? What are the biggest revenue drivers and cost factors?
Culture: What are the unwritten rules that shape behavior? What’s rewarded, and what’s frowned upon?
Stakeholders: Who holds influence? Who are the allies, and where are the potential roadblocks?
Team Capabilities: Assess the strengths and gaps within your team. Who are the key players, and where might restructuring or development be needed?
Tactic: Schedule structured listening sessions with leaders, peers, and direct reports. Ask, “What’s working well? What’s broken? If you could change one thing, what would it be?”
Match a Strategy to the Situation
No two leadership transitions are the same. Your approach should align with the current state of the business. Ask yourself:
Is this a startup in rapid growth mode? Agility and quick decisions matter most.
Is it a turnaround situation? Immediate problem-solving and cost control are top priorities.
Is the business in steady-state? Focus on optimization and gradual improvements.
Is it a realignment? You’ll need to fine-tune the strategy and execution model.
Tactic: Use the “STARS” model (Startup, Turnaround, Accelerated Growth, Realignment, Sustaining Success) to frame your approach.
Identify Quick Wins to Establish Credibility
Early wins boost morale and signal that you’re here to make an impact. Look for low-hanging fruit—issues that can be resolved quickly and demonstrate value.
Examples of quick wins:
✅ Process Improvement: Streamline an inefficient workflow that’s slowing down the team.
✅ Customer Win: Resolve a major customer pain point that builds goodwill.
✅ Team Empowerment: Recognize and elevate key players who have been overlooked.
Tactic: Keep quick wins meaningful but manageable—nothing that requires massive resources or approvals.
Establish Long-Term Goals
While quick wins build momentum, long-term goals define your legacy. By the end of 90 days, you should have a clear vision for the future and a roadmap to get there.
Key questions to define long-term goals:
What should the business/team look like in 12-18 months?
What major initiatives will drive competitive advantage?
How will we measure success?
Tactic: Align long-term goals with the organization’s priorities and ensure they are specific, measurable, achievable, relevant, and time-bound (SMART).
Negotiate Success with Your Boss
No matter how talented you are, success isn’t achieved in a vacuum. Early alignment with your boss is crucial to avoiding missteps and ensuring expectations are crystal clear.
Key Discussion Points:
What are the top 3-5 priorities you should focus on?
How will success be measured in the first 6 months?
What are the potential landmines to avoid?
How often should you check in and communicate progress?
Tactic: Draft a “Success Agreement” that outlines key priorities and checkpoints. This creates alignment and reduces ambiguity.
Achieve Alignment Between Strategy and Structure
A strategy is only as good as the structure that supports it. If the current team, processes, or resources don’t align with the new direction, adjustments may be necessary.
Areas to evaluate:
Does the org structure support the business strategy?
Are the right people in the right roles?
Are there bottlenecks that slow down execution?
Do incentives drive the right behaviors?
Tactic: If changes are needed, communicate the “why” clearly and thoughtfully. Early-stage changes should be focused on enhancing effectiveness, not just reshuffling roles.
Build the Team
Your success is directly tied to the strength of your team. By day 90, you should have a strong grasp of who your key players are and what leadership gaps exist.
Key Steps:
🔍 Assess team members: Who are your A-players? Who needs coaching? Who may not be a long-term fit?
🛠 Invest in development: Offer mentorship, training, and feedback to elevate the team.
🎯 Define a winning culture: Set expectations for accountability, collaboration, and execution.
Tactic: Hold a “vision and values” session with the team to reinforce key priorities and establish a high-performance culture.
Final Thoughts: The 90-Day Scorecard
At the end of 90 days, ask yourself:
✔ Have I built credibility and trust?
✔ Do I understand the key challenges and opportunities?
✔ Is my strategy aligned with the business needs?
✔ Is my team positioned for success?
The first 90 days aren’t about making radical changes—they’re about smart, intentional moves that set the stage for long-term impact. Approach this period with curiosity, discipline, and adaptability, and you’ll be well on your way to lasting success.
